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As new generations and technological innovations disrupt the workforce, therecruitingand hiring processes are subject to change right along with it. This directly affects HR departments, who are responsible for handling these crucial tasks.

Keeping up can feel daunting, but it doesn’thaveto be. We asked a panel ofForbes Human Resources Councilabout the latest industry trends and how they've adapted to thosechanges. Here's what they had to say.

Recruiting experts weigh in.

All photos courtesy of Forbes Councils members.

1. Consumerization OfRecruiting

Candidates are more like consumers than ever. The focus on delivering a great consumer-like candidate experience is now a must. From an easy job applicationprocessto timely and personalized communications, every moment of therecruitingprocessmatters. Audit your candidate experience from the candidate's point of view to ensure your approach is people-focused, relevant and memorable. -Alina Shaffer,LivingHR, Inc.

2. Relationship Management

Create a relationship with them right from the beginning. Similar to how inside sales reps reach out to prospects,recruitingrequires a steady stream of drip campaigning and constant contact. Today one of the most successful ways we are finding talent is through the use of relationship management software. In the Bay Area, top talent are often passive, so wehaveto go find them and connect. -Bianca McCann,Trifacta Inc.

3. Mutual Evaluation

We’re moving away from a mindset of “the candidate is lucky if we hire him/her” to there being a mutual evaluation. The company has to impress the candidate too. To address this, we’ve put more emphasis on the candidate experience, from the very first interaction onward. -Laura Hamill,Limeade

4. The Need For Speed

My top three answers: speed, speed and speed. Therecruitingprocesshas dramatically accelerated through the use of online platforms, chatbots, AI, mobile technology, etc. With it, candidates expect a quick response and hiringprocessin days, not weeks. The best strategy for hiring managers: understand the need for speed during the interview and job-offer stages, and act accordingly. -Genine Wilson,Kelly Services

5. Clear, Established Hiring Processes

Hiring used to be as easy as the "good ol' boy" system. However, in this day and age, it is important tohaveaprocessin place and follow it through. From competency interviews to automated screening options, there is a plethora of tools for themodernrecruiter to use in their hiringprocessto identify top candidates. The best innovation in this industry is your brain, though — use it wisely! -Adam Mellor,ONE Gas, Inc.

6. Technology Awareness

From newspaper and paper job boards to directory search-basedrecruiting, or from a resume database to today's AI-driven hiring,recruiting/HR has seen significant innovation over the past 40 years. Reading the news and integrating technology awareness into your daily routine is one way to keep pace with innovation. -Steven Jiang,Hiretual

7. Prioritization Of The Candidate Experience

One of the biggestchangesin recent years has been the importance placed on providing a great candidate experience. Technology has made it much easier to connect job seekers with open positions. This, combined with the current strength of the job market, makes it important to treat every candidate well, especially because those who aren’t ideal for one position may be perfect for the next. -John Feldmann,Insperity

8. Planning TheProcessAround The Candidate's Point Of View

Throughout the last 10 years,recruitinghas become more automated and with hundreds of tools to select from, Ihavekept my strategy simple. What is the experience I would want if I were seeking a position? When I approach my program and processes in this way, thinking like a candidate and understanding how to get out of my own way has been the key to building and selecting the right tools. -Maximo Rocha,CSG Systems Inc

9. Greater Efficiency, But Decreased Humanization

When I started, it was all faxing resumes and cover letters, with special emphasis on education (sometimes the only requirement). Now cover letters are mostly outdated, resumes are often computer-read by keyword density and placement and it’s all become very technology-driven. It’s more efficient, but less humanized. I keep up with thesechangesby reading and attending conferences. -Nicole Smartt Serres,Star Staffing